2014

SUBMITED TO:
MR.AIJAZ AHMAD CHAUDHARY
(REGIONAL HR COORDINATOR)

By
NILESH KUMAR S/o MANGA RAM
BBA (HONS) Part-IV
(Institute of Business Administration)
UNIVERSITY OF SINDH JAMSHORO.

University of Sindh Jamshoro.

Page 2

Table of Contents

Topic.Page No.

Introduction To SSGC... .........................5

Background of the SSGC.........................................................................................6
Company Visio & Mission......................................................8
Core Values............................................................................................................9
Other departments of SSGC..............................................11
Human Resource Management Vision..................................................................................1
Human Resource Management Mission................................................................................1
Recruitment.. ...........................................................................................................13
Pay scale.......................................................................................................13
HR department section.......14
HR IR Activities..................................................................................................14
Conclusion...................................................................................................................................45
Suggestions..............................................................................................................................46

University of Sindh Jamshoro.

Page 3

ACKNOWLEDGEMENT
I am grateful to Al Mighty ALLAH who gave me all the strength, courage
preservation and patience to finish my Six weeks of Internship Program at SSGC Hyderabad and
in achieving my task fruitfully. Firstly I would like to extend my gratitude to respected MR
AIJAZ AHMED CHAUDHRY Regional HR Coordinator Hyderabad, for guiding me with his
great experiences, helpful advises, useful suggestions and constructive criticism due to this I was
become able to complete my internship program successfully.

Then I would also like to thanks

MR. SHAFAAT SHAH
MR. GULZAR ALI MEMON
MR. LUQMAN CHATTA
MR. ALI RAZA KHAN
MR. ALI RUSTAM CHAND
MR. ZEESHAN AHMED SHAIKH
MR. SULTAN AHMED
MR.SHABBIR SHAIKH
&
MR. ZUBAIR ABRO
As well as I am very thankful to all executives/ staff of the HR- IR department for sharing their
valuable knowledge / experience & their guidance to me regarding to every related topic
throughout my entire internship.

University of Sindh Jamshoro.

Page 4

INTRODUCTION TO SUI SOUTHERN GAS COMPANY (SSGC)

Sui Southern Gas Company (SSGC) is Pakistan's leading integrated gas Company. The company
is engaged in the business of transmission and distribution of natural gas besides construction of
high pressure transmission and low pressure distribution systems.
SSGCL transmission system extends from Sui in Baluchistan to Karachi in Sindh comprising
over 3,0 KM of high pressure pipeline ranging from 1 - 4" in diameter. The distribution activities
covering over 100 towns in the Sindh and Baluchistan are organized through its regional offices.
An average of about 388,88 million cubic feet (MMCFD) gas was sold in 009-010 to over .
million industrial, commercial and domestic consumers in these regions through a distribution
network of over 37,000 Km. The company also owns and operates the only gas meter
manufacturing plant in the country, having an annual production capacity of over 750,000
meters.
The Company has an authorized capital of Rs. 10 billion of which Rs 6.7 billion is issued and
fully paid up. The Government owns the majority of the shares which is presently over 70%.
The Company is managed by an autonomous Board of Directors for policy guidelines and
overall control. Presently, SSGC's Board comprises of 14 members. The Managing
Director/Chief Executive is nominee of GOP and has been delegated with such powers by the
Board of Directors as are necessary to effective conduct the business of the company.

University of Sindh Jamshoro.

Page 5

BACKGROUND OF THE SUI SOUTHERN GAS COMPANY:

The Company in its present shape was formed on March 30, 1989 following a series of mergers
of three pioneering companies, namely Sui Gas Transmission Company Limited, Karachi
Gas Company Limited and Indus Gas Company Limited.
Sui Gas Transmission Company Limited was formed in 1954 with the primary responsibility of
gas purification at the Sui field in Baluchistan and its transmission to the consumption centers at
Karachi. Two distribution companies were established in 1955 and were responsible for the
distribution of gas to consumers in Karachi and other towns along the route of the transmission
pipeline between Sui and Karachi. In 1985, these two distribution companies were merged to
form Southern Gas Company
Limited and later, in 1989, Southern Gas Company Limited and Sui Gas Transmission Company
Limited were merged to form the Sui Southern Gas Company Limited. Today, half a century of
professionalism and progress has made the SSGC one of the largest integrated natural gas
transmission and distribution companies in Pakistan, serving the entire Southern region of the
country, comprising the provinces of Sindh and Baluchistan.

DISTRIBUTION COMPANIES
Indus Gas Company (IGC) Sindh & Baluchistan
Karachi Gas Company (KGC) only Karachi

TRANSMISSION COMPANY
Sui Gas Transmission (SGTC) Sindh, Baluchistan and Karachi

University of Sindh Jamshoro.

Page 6

FIRST MERGER (MAY 1985)

KARACHI GAS COMPANY (KGC) + INDUS GAS COMPANY (IGC) = SOUTHERN GAS
COMPANY (SGC)
A- Unit

B- Unit

A + B Unit

SECOND MERGER (MAY 1989)

SOUTHERN GAS COMPANY (SGC) + SUI GAS TRANSMISSION COMPANY (SGTC) = SUI
SOUTHERN GAS COMPAMY (SSGC)
A + B Units

C Unit

UNITS OF THE COMPANY

There are basically three units of Sui Southern Gas Company (SSGC)
Unit A: Karachi Site
Unit B: Indus Gas Company Limited
Unit C: Site Transmission
According to functions Unit B is divided into four regions
1. Hyderabad
2. Nawabshah
3. Larkana
4. Sukkar
5.

COMPANY VISION

University of Sindh Jamshoro.

Page 7

A + B + C Units

To be a model utility, providing quality service by maintaining a high level of

ethical and professional standards and through the optimum use of resources

COMPANY MISSION

To meet the energy requirements of customers through reliable, environmentfriendly and sustainable supply of natural gas, while conducting company business
professionally, efficiently, ethically and with responsibility to all our stakeholders,
community and the nation
CORE VALUES
CHALLENGES:
The challenges of transporting energy from the supply sources to the load centre. The Company
is meeting the challenges head on to bring these supplies to the load centre in its franchise areas
through most cost effective and sustainable means.

OPPORTUNITIES:
Opportunities to find deeper powers within ourselves come when life seems most challenging.
Pakistan has enjoyed the supply of natural gas as a premium fuel both in the domestic and
commercial sectors, as well as in general industry.

COMMITMENT:
Desire is the key to motivation, but determination and commitment is an unrelenting pursuit
of your goal. SSGC is contributing towards adoption of modern technology that would conserve
energy, save on operating costs, bring overall production efficiency and improve
customer service on the continuing basis
University of Sindh Jamshoro.
Page 8

INTEGRITY:
Promote ethical business environment and keep Company's Interest above self acts in ethical
manner. Take effective actions if observers unethical behavior or situation. Seen & known to be
honest, Lives within means, intellectually honest.

EXCELLENCE
It makes positive contribution towards the achievement of SSGC's Vision. It strives
for Continuous improvement, respond effectively to customer needs, and takes timely & Quality
decisions.

TEAMWORK:
It builds strong relationships within across functions. Works well with all type of peoples and
corporate with others. Solicits and share ideas/best practice with others, supports the
achievements of Company/team goals, demonstrates sensitivity contributes to team effectiveness
using people's different skills

and styles, arrives

at constructive

solutions

while

maintaining positive working relationships.

TRANSPARENCY:
Promotes open environment. Displays openness and consistency in applying policies &
procedures. Respects dissent and resolves conflicts fairly.

CREATIVITY
Comes up with new ideas. Encourages innovation. Promotes modified approaches. Convert ideas
into actions.

RESPONSIBILITY TO STAKEHOLDERS;
Stays abreast of change in operating environment that impacts our business (i.e. markets,
competitors, technology, customers, and suppliers, employees, regulatory, political and public).
Create solutions to make customer needs. Develops colleagues and team members to improve
their skills and performance. Ensure optimum utilization of resources. Balances short term and
long term priorities to maximize on results. Ensures compliance of law.

University of Sindh Jamshoro.

Page 9

Other Departments of Sui Southern Gas (SSGC)

Finance And Administration Department

Planning & Development Department

Sales Department
Procurement Department
Health, Safety & Environment Department
Customer Relationship Department
Store Department
Billing Department
Information Technology Department
Metering Department

HUMAN RESOURCE VISION

To be A Centre of excellence of for providing IR expertise, quality service efficient facilities ,
trust & confidence to geophraphical customers , the strategically management and to all the
University of Sindh Jamshoro.
Page 10

employees with a progressive , proactive approach to examine issues and resolving concerns in a
very congenial atmosphere

HUMAN RESOURCE MISSION

Committed to achieve the desired vision/goals up to the required standard with motivated,
satisfied & skilled human resources by enhancing individuals performance, participation and
productivity at optimum cost through Initiative, leading & team work

RECRUITMENT

Recruitment basically has been done in head office

IR appoint sub ordinate staff
Executive cadre (officers)
Sub ordinate ( unionized employees ) permanent employees
Casual employees (not permanent employees) temporary / contract / daily wages
employees

PAY SCALE
GRADE
(SS)

PAY SCALE

University of Sindh Jamshoro.

Page 11

I.

695 (BASIC PAY) 180 (RATE OF INCREMENT) 5395 (MAXIMUM RANGE)

II.

855 (BASIC PAY) 195 (RATE OF INCREMENT) 7145 (MAXIMUM RANGE)

III.

3075 (BASIC PAY) 5 (RATE OF INCREMENT) 715 (MAXIMUM RANGE)

IV.

335 (BASIC PAY) 65 (RATE OF INCREMENT) - 8095(MAXIMUM RANGE)

V.

3775 300 -575- 375- 14650

HR DEPARTMENT SECTION
HR department has 4 different sections where work has been done.
HR operations / Employment & compensation (E&C)
E&Cs work is from hiring to firing and E&C dealing with 3 categories of employees:
1. Executive
University of Sindh Jamshoro.
Page 12

2. Sub ordinate staff / unionize staff

3. Casual staff
HR OD
HR ODs work is to give training for development and betterment of employees.
HR Enquiry & disciplinary (E&D)
This action is done when there is any miss-management or unethical activity is done.
HR Industrial Relation (IR)
HR IR deals with sub ordinate staff from hiring to firing & IR main motive is to maintain
the peace and resolve the grievance and conflicts of sub ordinate staff. IR is pool between
top management and sub ordinate staff.

1. GRIEVANCE HANDLING
There are different types of grievance handling at SSGC like leaves grievances, promotions
grievances, medical cases & conflicts between employees & executives, which are handled by
HR- IR department. Its HR department responsibility to resolve the grievance handling & brings
the grievance to the knowledge of the management so that it can know & understand them to
take a necessary action for their settlement.

. ENFORCEMENT OF POLICIES & PRACTICES

All the terms & condition decided in the memorandum of settlement are enforced and
implemented by HR IR. Like LFA RS: 7500 in 008 but now in memorandum LFA is 12,000
since 013. All unit members, boards of management sat and discussed together over the matter of
policy change, formulated new rules and policies & negotiate with CBA for the benefit of the
company.

3. INTERACTION WITH CBA

Collective bargaining Agents (CBA) interacts with management on the behalf of the union staff
because they represent the subordinate staff. CBA is responsible to explain or forward the issues
of union staff in front of the top management & they negotiate the issues, grievances & conflicts
of union staff.

4. COUNSELING WITH EMPLOYEES

University of Sindh Jamshoro.
Page 13

It is the function of head of office the IR department that will help to the employees. There are so
many problems arises with employees, it is the responsibility of IR head that, he should try to
resolve the problems of employees. If any employee needs medical facility in mid night,
immediately, then he should help whatever is possible.

5. MAINTENANCE PERSONAL FILES

Personal files are maintained to secure the whole record of each and every employee from his /
her date of appointment till the current period. Every letter or document of the personal file is
marked with page numbers so that, if any of the document or letter is missing it would be easy to
know that which document in the file is missing. A personal includes following documents:

Employment letter
Employment form
Medical certificates & bills
Character certificates
Domicile
Confirmation letter
Annual performance appraisal (APA)
Increment advises
Allowance paid to the employee
Pay fixation advises
Leave fare assistance (LFA)
Transfer letters / posting orders
Absent reports
Show cause notice
Leave regularization and warning
Revised pay scale

6. MAINTENANCE SERVICE CARDS

The service card contains the same information as recorded in personal files but in precise form.
It further includes family particulars, appointment date, designation, loans, hajj annual
increment, maternity allowance, qualification allowance and leaves.

University of Sindh Jamshoro.

Page 14

7. COMPUTERIZATION MASTER RECORD

Computerized data or master record is maintained by IR department as an obligation, as the
company is now IT based so the whole record of employees are maintained on MS Excel and
oracle based software Human Resource Management system (HRMS) having same data is
recorded as in personal files and service cards.

8. DEALING WITH THE PROMOTION/ INCREMENT IN LIEU OF

PROMOTION;
Promotion can take place after completing every 5 years of service and then an employee will be
entitled for promotion to the next grade. As SSGC, offers 5 grades system to its subordinate staff.
From Hyderabad to sukkur promotion of employees is handled by SSGCL Hyderabad. A
subordinate fitness report is conformed by his incharge/ immediate boss for promotion.
Promotion is also characterized with other benefits like:

Adjustment benefits
Basic salary
Increment

PUNISHMENT FOR SUB ORDINATE STAFF

Dismissal from service

Demotion 1 grade decrease
Stop annual increment for 1 year
Transfer

LIEU PROMOTION
After completion of 5 years, the employees who are already designated at 5th grade are entitled
for lieu promotion. That refers to the increment in salary according to the pay scale being in the
same grade.

University of Sindh Jamshoro.

Page 15

9. ISSUANCE OF PAY FIXATION ADVICES ON PROMOTION &

DEMOTION ;
Employees will be promoted on the basis of good & demoted on miss conduct. IR makes an
advice to finance department in which they inform that the pay of employee has to be changed.
Reasons for making pay fixation advice:

Promotion
Lieu increment
Demotion
Qualification increment

When employees will be promoted or demoted, then all the characters will be described in
written advice.

Existence pay
New pay
Present pay

10. TRANSFER CASES

When an employee is posted from one location to another is called transfer. HRM department
has right to transfer the subordinate staff. In SSGC there is 3 type of transfer like:

1-OPERATIONAL REQUIREMENTS
When an employee is required to another location operationally, then simply GM will put up
request, that employee is required to that location.

Sends application to the department

He will concerned with departmental head
Departmental head will give NOC
Application sends to head office for approval
After approval, employee will be transferred
TA/DA will be given

2-EMPLOYEE OWN REQUEST

When an employee is requested for transfer from one location to another.

Employee will send application

Willingness of employee immediate boss
University of Sindh Jamshoro.

Page 16

Willingness of located boss, where he wants to go

GM will be agree
Send to head office for approval
No TA/DA will be given in such case

3-PUNISHMENT CASES
When department sends request to transfer this employee from our department. Due to any miss
conduct, employee will be transferred to the other location & approved from departmental head.

11. Redesignation cases

Department or employers have right to redesign ate the employees for the smooth functional
operations of the company & employees also requests to redesign ate. For example if a helper
employee supports/ helps the welder & if he becomes expert in welding, then he requests to
redesign ate him from helper to welder.

Two ways for redesignation at SSGC

Trait test
Improve qualification

12. MONTH WISE ATTENDANCE INFORMATION TO PAY ROLL FOR

SALARIES
Employee attendance record is maintained at each station & attendance sheet will come to
regional head office for maintaining attendance sheets records. All sheets of attendance will
come in the 15th date of the each month. A sheet with an employees absenteeism record is also
send to F& A department for the deduction in their salary and F&A department then takes further
action and makes deduction in salary according to absent days. A copy is also sent to head office,
Deputy HR Hyderabad for record and notifying of the deduction.

University of Sindh Jamshoro.

Page 17

13. DEDUCTION OF THE ABSCONDERS SALARY

As IR department occupies all the attendance record of the subordinate staff, so it also
manipulates and estimates the leaves record of the absconders and send deduction advice for the
pay roll section, to be deducted from his salary. If an employee remains absconder more than 10
days, then the disciplinary action will be taken, where as if an employee remains absent for 9
days and on 10 day, he joins the company, then disciplinary action will not be taken.

14. MONTHLY ESTABLISHMENT STRENGTH CHANGES

How many employees are working on pay roll & every month variations occur in the total
numbers of employees in every department. Its responsibility of IR each unit to prepare a
monthly establishment strength changes sheet, where all these monthly changes are recorded &
indicating the total numbers of present employees, any deduction or addition in total number of
employees.

Changes can take place due to these reasons:

Transfer
Retirement
Promotion & demotion
New appointment of employees

15. ANNUAL PERFORMANCE APPRAISAL OF STAFF

Whenever an employee is recruited in SSGC, the HRM department evaluates the staff
performance annually. SSGC has designed a multi dimensional performance appraisal form
(APA) that is covering almost all key criterions for their performance evaluation. APA form has
to be filled every year by the departmental head/ section incharge, on the basis of which the
employee is subjected to attain his/her annual increment.

University of Sindh Jamshoro.

Page 18

If an employee has poor performance, then he is withheld for 6 months from annual increment
due to these reasons:

Poor performance
Unethical behavior

16. ANNUAL INCREMENT

It is right of every recruited employee that on the successful completion of one year of service,
he/she is entitled for annual increment according to the pre-set standard of increment of a
particular grade/ pay scale. This increment is given every fiscal year.

17. QUALIFICATION INCREMENT

Every subordinate staff is entitled for this additional increment on improving his/her
qualification. Subject to entitlement for qualification increment, if an employee wants to enhance
the qualification after joining company.

Metric 1 increment
Intermediate 1 increment

Graduation 1 increment
Post graduation for M.A & 3 for MBA & MPA

18. DEALING WITH LEAVE MATTER VISE

Leaves are planned for recreation purpose. Leave schedules are designed according to the
company mandate. Every employee is entitled for the leaves but the provisional period of
availing these leaves is one year.

PRIVILEGE LEAVE

Privilege leave or earned leave is same thing & used for permanent subordinate staff
These are beneficial leaves & given once in a year
Privilege leave is not more than 90 days for subordinate staff
Privilege leave is given 30 days per annum

University of Sindh Jamshoro.

Page 19

If an employee has at least 10 days balance of earned leave, then he will be able to avail
encashment
Subordinate staff avails 5 days of PL after confirmation of 3 months
Earned leave calculation
Date of joining for example
13.6.01
13.6.01 to 13.6.013
30day E/C subject
days per month
After completing of each month

B. CASUAL LEAVES

Casual leave is entitled for 0 days for subordinate staff

An employee can avail only five days casual leave at a time
If an employee takes half day leave in a month, then one casual leave will be deducted
At the end of year, if employee avails the casual leave days & if he has remaining days of
casual leave balance, then at the end of year he will get the encashment according to the

basic salary of remaining days

If an employee comes late thrice time in a month then he will get cross & his 1 casual
leave will be deducted

C. SICK LEAVE

Sick leave is entitled 30 days per calendar year

An employee can avail three days sick leave without given medical certificate
If an employee gets more than 3 days sick leave then he has to submitted the medical

certificate because company wants the proof/verification of disease

The leaves may be availed or paid

D. EX- PAKISTAN LEAVE

Those employees who want to go out of country, and then they apply for Ex- Pakistan

leave
Subject to entitled the earn leave for Ex- Pakistan
Ex- Pakistan is purely entitled for permanent employee
Minimum 5 days leave will be given

University of Sindh Jamshoro.

Page 20

PROCEDURE

Passport copy will be submitted to IR department

Remaining days of leaves of leaves will be calculated from employee service card
NOC is required for Ex- Pakistan leave

E. ENCASHMENT

Leave encashment can be availed after completing 1 year of service since date of joining
Holidays are encashed & cash is claimed against remaining holidays
It only can be encashed if the employee is having 10 days leave in hand

F. LEAVE FARE ASSISTANCE (LFA)

If an employee has been completed 90 days, then subordinate staff is entitled to avail

LFA
Earned leave balance should be at least 5 days are required for the LFA
12,000 will be given to subordinate staff as LFA
LFA is checked twice time because there is involvement of money
LFA is minimum for 3 years

G. REGULARIZATION OF LEAVE

In case any emergency (medical, illness, accident ETC) employee will go without

intimation, then an employee will regularized his absent days from his privilege leave
If an employee has no privilege leave balance, then his leave will be considered as leave

without pay which will be deducted from his salary

Application put to immediate his boss, after that forward to IR department
When an employee will rejoin, then excuse & give answer to his immediate boss

H. CASUAL LEAVE/ SICK LEAVE ENCASHMENT

At the end of year, the employees will encashed their remaining leaves
Encashment is given to subordinate staff according to their basic salary

University of Sindh Jamshoro.

Page 21

I. LEAVE WITHOUT PAY CASES

If an employee has earned leave balance, then he will be able to regularized his days,

which he was absent due to any domestic problem or another emergency

If an employee has no PL balance then his leave will be considered leave without pay

J. SPECIAL HAJJ LEAVE

1.
2.

40 days special hajj leave is given to subordinate staff with Pay Companys expense
Company gives pay for hajj on the basis of two categories
Seniority Base
By Balloting
10,000 will be paid
Minimum length of service is required for hajj on company expense is 10 years
7 employees are allowed to perform hajj on company expense from each unit of SSGC
Incase any employee will not perform hajj or not go for hajj then company will refund the

amount
Special hajj leave is given to each employee once in a service, either company expense or
self expense

30 DAYS SPECIAL LEAVE FOR UMRAH/ ZIARAT

30 days special leave is given to subordinate staff on his expense

At least 5 years length of service is required
Special umrah/ ziarat leave is avail once in a service at SSGC

15 DAYS SPECIAL LEAVE FOR UMRAH ON COMPANY EXPENSE

15 days special leave for umrah/ziarat on company expense

Minimum service is 5 years
Opportunity is given once in service

K. MATERNITY LEAVE

This leave is given to female staff

Leave given for 3 months
Leave is given on pay

University of Sindh Jamshoro.

Page 22

19. MEDICAL FAMILY PARTICULARS

Medical family facility is given to the following particulars of the employees & after
confirmation an employee, then he will be able to apply for medical family particulars. Medical
fitness is required for all children except below years age.

One wife of employee, which is registered in medical family particulars

Parents if living with employees
Son will avail medical facility till the age of 25 years
Daughter will avail till her marriage

20. ADDITION DELETION MEDICAL FACILITIES

When an employee gets married, then he will apply for medical apply for medical facility

addition
Where an employees daughter gets married, then employee will give apply for deletion
of medical facility of his daughter

21. PARENTS MEDICAL FACILITY

When an employee enters into the company, then he will apply for medical allowance & give the
affidavit along with CNIC of parents. IR department will registered his parents information to
give them medical allowances & medical facility is only provided when employees parents are
dependent on them. At SSGC, there is no medical fitness is conducted from employees parents,
but officers go to employee home for verification of parents disease.

22. MATERNITY STATUS

Employee has facility to avail the four delivery of his wife, which is registered in medical
facility. Where as in case of twins, employee will be paid three times because twins will be
calculated as two children.

For the normal delivery company paid fix amount 10,000

No limit of amount for scissor delivery case
University of Sindh Jamshoro.

Page 23

Hospitals

AGHA KHAN
ISRA
RAJPUTANA

23. NO OBJECTION CERTIFICATE (NOC)

There is different type of NOC and the employees put up application for NOC. NOC is issued by
the head office of SSGC and more difficult NOC is for the India and Bangladesh and without
company NOC, visa will not be issued for India and Bangladesh.
Government officers are required NOC for following:

For opening of bank account

For visa purpose
For license
For passport
For ex- Pakistan leave

24. COMPANY MOTOR CYCLE LOAN

SSGC also facilitates its employees by sanctioning them motor cycle loan.
Terms and conditions for Motor Cycle Loan

Loan will be sanctioned to 8 eligible workers only, out of which 14 will be applied on

seniority basis & 14 on balloting basis

One lady worker will be granted special motor cycle loan on the basis of seniority service

amongst the lady applicant

The maximum amount of loan is Rs: 82,000, which will be recovered in 7 installment

without mark up
Loan is admissible only once in service
Only those employees will be eligible to apply who are completed 3 years of service with
company, have not already availed this loan & repaid the entire amount of loan.

Documents for motor cycle loan

University of Sindh Jamshoro.
Page 24

Application form of motor cycle loan

Agreement stamp paper on Rs: 100
Promissory note & to stick on revenue stamp Rs: 50
Letter to SSGC authorizing to company to recover balance amount of loan from terminal

benefits on retirement/ dismissal/ redesignation

Trustee letter
Guarantee/ surety bond from guarantor on stamp paper of Rs: 50
CNIC applicant copies duly attested
CNIC guarantor copies duly attested

5. ABL MOTOR CYCLE LOAN

The SSGC employees also can avail the facility of motor cycle loan provided by Allied Bank
limited (ABL).

Terms and conditions for ABL motor cycle loan

The amount sanctioned under this loan is Rs: 50,000 with interest
The amount of loan with interest is recovered in 7 equal installments in 6 years
Every month the amount of Rs:1045 (with interest) is deducted from his salary
After completing the 3 years of service, employee will be able to availed the ABL loan

Documents for ABL loan

Application form for ABL loan

Sub-re-demand finance for purchase of motor cycle loan
Demand finance limit granted for Rs:50,000 for loan
Promissory note stick on revenue stamp on Rs: 50
Stamp paper on Rs: 50 by guarantor
CNIC applicant copies duly attested
CNIC guarantor copies duly attested

6. HOUSE BUILDING LOAN

The company gives loan for the building a house to the employees once in service &
company gives this loan to employees in financial period.
University of Sindh Jamshoro.
Page 25

Terms & Condition for Loan

Minimum length of service is required 5 years, then an employee will be eligible for

house building loan

The employee will fill Application form
If an employee already availed the house building loan or near to retirement will not

be able to avail the house building loan

400,000 amount is paid as per chartered
Loan will be granted as first come & first serve
If an employee is expired & he had got loan, then company will not refund the loan &
loan will be write off

Documents for House Building Loan

Application Form
CNIC
Pay Order 100
Promissory Note
Guarantor form
CNIC
Agreement

7. ESTABLISHMENT

LOAN

The company gives this facility to each employee of company & Company gives 30,000 loans.

Condition for Loan

The loan will be recovered from salary within the 10 installments

Rs: 3000 is deducted from the employees salary
The amount will not be deducted during Eids month
The Loan is without interest
Employee takes this loan once in year
The entire amount of previous loan is not paid until & unless, employee will not
given loan

DOCUMENTS

University of Sindh Jamshoro.

Page 26

Application form is will be filled, given by finance department

Application form will be send to IR department for checking of the dues
Application send to finance department to release the amount

8. HAJJ BALLOTING;
SSGC arranges the hajj balloting of total 30 employees, 10 employees from each unit.

If an employee has minimum / qualified 5 years service, then he will be eligible for hajj

balloting
Other 5 employees are selected on the basis of seniority, for that minimum service
should be 15 years and the age must not be less than 40 years

REQUIREMENTS

Undertaking form is taken from employee, before checkup is given to him for performing

hajj
Copy of passport, boating pass & other documents copy will be submitted at return
If hajj will not performed for any reason, then entire amount will be returned

EMPLOYEES REMOVE FROM LIST

Already Performed Hajj
Non- Muslims
Who are retired by near Hajj month

9. TA/DA/HA;
Traveling Allowance/ Daily Allowance/ Halting Allowance are given by the company to those
employees who visit out of station for operational work.
Allocation Of Amount
For Big Citys

Grade No:

Daily Allowance

Halting Allowance

University of Sindh Jamshoro.

Page 27

Own Arrangement

With DA
1

Rs: 90

Rs: 860

Rs: 900

Rs: 120

Rs: 935

Rs: 1000

4 -

Rs: 350

Rs: 115

Rs: 160

For Small Citys

Grade No:

Daily Allowance

Halting Allowance

Own Arrangement
With DA

Rs: 50

Rs: 600

Rs: 650

Rs: 70

Rs: 675

Rs: 750

4 -

Rs: 300

Rs: 700

Rs: 800

If an employee gets the company vehicle facility, then he will also get the daily allowance
according to the company. In medical tour, there is no any facility of daily allowance & at least 6
hours are necessary for TA.

30. LONG SERVICE AWARDS;

It is an the award that is given to the employees

It will be given on the basis of service provide to the company
The award will be given in the form of Gold
10 years of minimum service is required
After completing 10 years of service 9GM of gold will be given
This award is given to each & every employees
After first 10 years each employee will be given award after every 5 years
1 GM will be added after every 5 years
Its responsibility of B unit to conduct the awards ceremony
LENGTH OF SERVICE

WEIGHT OF GOLD COIN

10 years

09 grams karat gold

15 years

10 gram karat gold

University of Sindh Jamshoro.

Page 28

0 years

11 gram karat gold

5 years

1 grams karat gold

30 years

13 grams karat gold

35 years

14 grams karat gold

40 years

15 grams karat gold

31. FIELD ALLOWANCE;

The allowance is given to those employees, who are going out of the station for field work,
recommended by departmental head to the finance to given field allowance to the employees
working at field. Rs: 300 per month will be given to them.

32. MOTOR CYCLE MAINTENANCE ALLOWANCE & POL;

This loan is given to those employees who are going in the field such as meter reader.

4.5 per day given to employees & give them motor cycle, if they have not bike
Supervisor inspector who daily visits 25 meter/complain visits, then he claims to give

him 4.5 petrol at the end of month

If a supervisor has companys motor cycle loan, then he will receive maintenance

allowance in his salary pay slip

If more petrol is required, then it will be given
Receipt of petrol is submitted

33. DRIVING ALLOWANCE

Driving allowance is giving to those employees who are willing to do additional job of

driving.
Technical employees such as welder is given this opportunity at the time of shortage of

the driver
Rs: 60 per day is given to employees as driving allowance
University of Sindh Jamshoro.

Page 29

Those employees who wants to do additional job, they put the request on departmental

head/RM,SZM, that they want to drive the company vehicle

The copy of authorized later will be submitted to the IR department, then amount will be
given

34. ADVANCE AGAINST SALARY

Employees who are in any emergency or urgently want to financial need the company gives 1
month salary in advance.

The employee writes an application to the HR Department, then the HR forwards that

application to the finance to give the employee the salarys amount in advance
The maximum amount given is 10,000 & the minimum amount given is 000
This amount is given to the lower staff only

35. POST METRIC SCHALORSHIP

Scholarship for the children of unionized workers. 48 post matriculation scholarships (16 each
unit) will be granted to the children of the unionized workers.

Conditions for Scholarship

The employee should have completed 1 years of continuous service with the company
Earlier no child is receive scholarship under this scheme
The candidate should be below 18 years of age for Arts/ Science/ Commerce
The scholarship is given purely on the merit basis

Documents for Scholarship

The application form will be submitted

The prescribed application form will be obtained on the request of departmental /

sectional head & regional coordinator

Metric mark sheet
Character certificate
Leaving certificate
Proof of admission for the higher study
University of Sindh Jamshoro.

Page 30

For Unit B employees, the application will be submitted to the regional HR coordinator

Hyderabad
Rs: 800 per month will be given to selected candidate

36. IMPLEMENTATION OF DISCIPLINARY CASES

Disciplinary actions will be taken against the employees who will involve in miss-conduct
action, miss behavior, typical language, absconders, unethical behavior & dual employment, then
management will take actions against him or her.

If an employee is abscond since 10 or 15 days, then unit B will send report of abscond
employee to head office of SSGC, then disciplinary action is implemented for

absenteeism employee
In enquiry cases, initially show cause is issued then after that charge sheet is issued for

those employees who are remain absent from their duty without intimation
Company issues show cause, then an employee will put application, in which he will give
reason why he was remain absent, if his reasons are satisfactory, then company will not

issue charge sheet

Inquiry committee or officers will be appointed to conduct the inquiry, if an employee is

not agree
If an employee is absence during the disciplinary inquiry, then he will be demoted for

years
The actions will be resolved by Industrial Relation

PUNISHMENTS
a)
b)
c)
d)

Minimum: Stoppage of annual increment

Moderate: Demotion
Hard: Dismissal
Force: Retirement in case of few months of services

37. EMPLOYEES WELFARE ACTIVITIES

The company is involved in the welfare activities for the welfare or betterment of their
employees & the company is giving month wise certain fixed amount every month send to
welfare account.
University of Sindh Jamshoro.
Page 31

Rs:7666 amount is given to welfare account

According to the rules of the welfare committee, the company gives 10,000 as a loan in

different categories
The company is giving certain amount for Education, Marriage, Child Marriage &

Picnics
Loans recovery is 500 per month with 1 % interest
Non refundable loan is given to those employees who has no money to spend at any

uncertainty like father or mother death

If an employees daughter is getting married, then company gives 10,000 as a loan

refundable Rs: 500 per month

Welfares another activity is that company give the facility of pick & drop the staffs

children from schools at major cities like Karachi & Hyderabad

The other activity is that the company recruited the employees child at son quota
Post metric scholarship is also activity of welfare activity
Welfare activity also provide the gas facility

38. EMPLOYEES FUNERAL HANDLING

When companys employees working on payroll & suddenly death then company will give Rs:
5000 funeral expenses as per memorandum of settlement to the expired employees nominal/
family on the day of employee expiry for immediate expenses. This funeral expense is helpful
for family of expired person & company gives cheque to employees widow.

39. DISPATCH & RECIEPT

In this the every copy is made like LFA & privilege leave.

LFA 6 copies are made & where as 5 copies of privilege leave

Every copy of PL is given to employee, incharge, accounts, personal file 7 master file
If these copies are not forward to departments then employees PL is not consider

40. CORRESPONDENCE (INTERNAL & GENERAL)

On the internal level any communication that takes place on the paper is internal
correspondence within the company

University of Sindh Jamshoro.

Page 32

On the general level when some universities or institutes write to the company &
company reply backs that communication is general correspondence

41. EMPLOYEE OLD AGE BENEFIT INSTITUTIONS (EOBI)

It is a welfare institution at federal level came for facilitating the working class employees
provides a fixed support to them in old age, in validity or in death.

Every employee after joining at the first place of posting is being registered to this

institution automatically on behalf of the company

When an employee is retired or expired SSGC give him benefits like give pension

through EOBI
EOBI was established in April 1976 by Zulfiqar Ali Bhutto to provide security to the
workers of industrial/ commercial or other establishments in old age and validity & the

function of pension was started in July 1976

If an employee has completed at least 3 years of his prohibition period then an employee

will be entitled for EOBI pension

Rs: 70 is contributed by employee & deducted from the employees salary while 350 is
contributed by the company

CONDITIONS

Female retirement age is 60 years but female staff gets pension at the age of 55 years
Male staff will be paid pension after the age of 60 years
In case employee is died, the amount will be given to his widows, where as employees
wife is died, then amount will be given to the daughter below the age of 16 years

EOBI FORMULA
EOBI = YEARS OF EMPLOYMENT * AVERAGE MONTHLY WAGES

Documents In Case Of Separation

EOBI application form

EOBI original card
Employee CNIC 4 copy
Employees wife CNIC copy
Employee photograph
Employees wife photograph
University of Sindh Jamshoro.

Page 33

Employee undertaking
Company under taking
Employee service certificate

IN CASE OF DEATH

All above documents will be required

Additional documents
Death certificate
News clips if available in case of accident

TYPES OF EOBI
EOBI provides four types of pensions that are:

1-Old Age Pension

Old age pension will get on the attaining the age of superannuation 60 years of a male employee;
where as female employee is exempted & becomes eligible at the age of 55 years.

-Death / Survival pension

Death of the employee makes his widow entitled to get this death / survivor pension, expired
employees wife have to submit the death certificate of her husband & CNIC. Incase if widow
does not exist so the amount goes to the offspring. Minimum EOBI pension is given to widow is
3600 & where as maximum pension given is 4800.

Estate Pension
Incase of the unmarried employee & he expires then the only for five years pension is given to
his parents & certain amount was given 3000.
3-Invalidity

Pension

This pension depends upon the severity of invalidity and only that employee is entitled for
invalidity pension who is not able to perform his job. 3600 minimum amount is paid.

University of Sindh Jamshoro.

Page 34

4-Old

Age Grant

Employee who does not qualify for the old age pension, in the case of retired before the age of
the 60 years (due to pre-retirement on medical grant) are endowed with this old age grant on
humanitarian basis.

42. ISSUANCE OF DISCHARGE CERTIFICATE RETIREMENTS

(RETIED, EXPIRED & TERMINATION CASES)

When an employee is retired, expired, dismiss & terminated then the discharge certificate will be
issued.

All employees will be informed about retirement before three months of the their

retirement
This certificate will be issued for giving the remaining amount, leaves & other benefits to

the employees
The company inform the finance department to stop his payroll because he will be retired

on the such date

If employees has remaining leaves, then subordinate will be encashed where as

executives will be given leaves

After retirement company get back the company service card because may b employee

miss use the service card

Without discharge certificate an employee will not be able to avail the any retirement

benefits like gratuity, PF & also 3 special increments

If an employee will be completed his service of 6 months after financial period then he
will be given 1 earned increment

43. GAS FACILITIES STAFF (BB) TARIFF/ ALLOWANCE

Tariff and gas allowance facility, both facilities can not be allowed at a time to an employee; its
up to employees that which one facility they want to avail.

GAS ALLOWANCE: University of Sindh Jamshoro.

Page 35

Those employees who avail the gas allowance, they will not entitle to staff gas tariff facility.

If an employee is not put up request for gas allowance, unless he will not be able to avail

the gas allowance

Rs: 600 are paid for gas allowance.
600 * 1 = 700 per year gas allowance is given to subordinate staff

STAFF GAS TARIFF: - those employees who avail the staff gas tariff, they will not be
entitled for gas allowance.

If an employee is not put up request for gas tariff, unless he will not be able to avail the

gas tariff
Gas tariff facility will be 5 MCF (Meter Cubic Feet) per month & 60 MCF per year
Unit 1 MCF = 5.45
5 * 5.45 = 17.5 units per month is given to unionize staff
60 * 5.45 =157 units per year is given to unionize staff
Gas allowance or staff gas tariff facility is only provided to subordinate staff

44. DELIVERY OF CHECKQUE OF FINAL SETTLEMENTS

When an employee is retired or expired then cheques of final settlement from IR department is
delivered to retired employee / expired employees family. After that receipt of delivered cheque
is taken for acknowledgement.

45. FINAL SETTLEMENTS OF CLAIMS

After successful completion of the service tenure up to the last limit of age that is 60 years &
some hand outs are offered to the retired employees, which are described here.

RETIREMENT GIFT
This is also called superannuation gift & is paid to the employees after the date of the
superannuation, according to the memorandum of settlement 1994-95. The amount of gift is
categorized according to the length of service.
University of Sindh Jamshoro.
Page 36

Total Length Of Service

Amount Of Gift

From 10 to 14

Rs: 3000/=

From 15 to 19

Rs: 3500/=

From 0 to 4

Rs: 4000/=

From 5 to 9

Rs: 5000/=

From 30 to over

Rs: 6000/=

GRATUITY FUND
Gratuity is part of terminal benefits that is provided to the employee after the completion of his
service & it is given by company. It is calculated with the double basics along with COLA
allowance summed up for the entire period of service.

FORMULA
Gratuity fund = basic pay + COLA allowance) x x service duration
Cola allowance = 450

Calculation length of service

YY (YEARS) - MM (MONTH) - DD (DATE)

Date of Retirement
Less Date of Appointment

PROVIDENT FUND

The amount is given to the employee after the retirement as the final instrument.
Amount is given according to length of service
This fund is approximated by maintaining the accounts
Account A to be contributed by the employee
University of Sindh Jamshoro.

Page 37

Account B to be bequeathed by the company

Same amount of 7.5 % is contributed by employee & company
This amount is fix for provident fund & deducted from employees salary for the purpose
of provident fund & to be paid back as the final settlement

ONE DAY SALARY

In 1991 it was decided by union staff that any employee who will be retired or expired,

then union staff will give one day salary to expired or retired employee as a charity
It was only for B unit & the company deducted one day salary from unionize staff for a

particular single expired or retired person

It is withheld every month from all B Units employees salary and submitted to one

account.
Rs: 1400,000 or 1300,000 approximately is paid as one day salary

One day salary will not be paid following employees

Terminated employees
Dismissal employees
Medical grant
Resigned

INSURANCE CLAIMS (DEATH/ ACCIDENT)

According to the government of Pakistan act has been bounded especially provincial autonomous
organization to ensure their employees with some insurance organization.

SSGC has two claims for insurance

Incase of Normal Death Insurance Rs: 100,000 is given to the employees family
Incase Of Accidental Death Insurance Rs: 300, 0000 is given to expired employees family & also
00,000 is given

Documents Required For Normal Death

Union council certificate
Death certificate of admitted hospital
CNIC of deceased
CNIC copy of widow
Group insurance claim by death
Filled by the employer copy of appointment letter
University of Sindh Jamshoro.
Page 38

Nomination form

Documents Required For Accidental Death

Post Mortem
FIR
News clip
Union council certificate
Death certificate of admitted hospital
CNIC of deceased
CNIC copy of widow
Group insurance claim by death
Filled by the employer copy of appointment letter
Nomination form

46. LAIISONING OF ELECTION & REFRENDUM

Elections are conducted in CBA after every three years & CBA negotiates with management on
the behalf of all union staff.
6 union are registered at NIRC labor
Election is responsibility of NIRC labor & IR Department to conduct the election
Labor department announce the date & IR department is responsible for managing elections
fairly & safety

47. COORDINATION OF APPRENTASHIP EXAMS

It is basically rule by UNO of Pakistan to give the training to the unskilled population or
employees.
The training is conducted according to the Apprentaship rules & every organization is given this
training. The training is given for the 3 years & exam is conducted after every 3 years by HR- IR
department. Minimum requirement for this training is matriculation & they give training with
pay, 6000 per month

48. COORDINATION WITH HR ACTIVITIES

HR is responsible for conducting socio participation such as cycle race, retirements, long service
awards, sports. IR deals with the subordinate staff, where as HR deals with the executive. Times
University of Sindh Jamshoro.
Page 39

to time new policies are introduced thats why B Unit officers coordinate with the head office,
incase of leaves, grievances, conflicts, performance appraisal & arrangement of training.

49. LIAISON WITH MEDICAL CANTER FOR IR RELATIVE

MATTERS
The Liaisoning of the medical centers is done from time to time because the employees are
working & they are not much aware of the IR relative matters. The HR department

communicates & explains with the medical department to maintain the peace there, because
maintaining peace at the medical centre is the hardest of the all tasks, because a very wide range
of people from different backgrounds come & visit the conflicts arising between the doctors &
the patients are dealt by HR department. Patients in the serious condition are then referred by the
lower level doctors to the specialists; if the case is out of their control then the referred patients
are hospitalized. IR also visits the hospitals from time to time, these map visits are to ensure hat
the service given is as per promises made.

50. VISITS TO THE STAFF CANTEEN & PANEL HOSPITALS

IRs two responsibilities are these that are Staff canteen & Panel Hospital.

Staff canteen: - HR- IR check out the canteen on the basis of daily or weekly checking of
canteen is responsibility of the HR - HSE Head Office Admin
After checking of the material, then they check the food standards before the lunch
If the contract is not up to mark then report is submitted to head office & form will be filled
(good, medium or low)
Panel hospital: - If an employee is admitted at hospital, then the company randomly checks
outs that doctors are taking care of employees properly or not. The reason for checking is to
bring an end to employees grievances & complains.

University of Sindh Jamshoro.

Page 40

51. DEPARTMENTAL BUDGET

Every department make budget of departments according to their own needs & all departments
are allotted the budget for all the others activities like (TA/DA, field allowance) all the things are
necessary to run the departments & budget is allotted by head office.
Appropriate budget will be made, that will neither less & nor more then required. Budget
includes stationary, light, maintenance of machinery, amount for hajj & umrah, amount for
encashment, scholarships & others.

52. CONDUCTION, PROSECUTION & COORDINATION OF ENQUIRIES

There are so many cases or issues, which are needed to be conducted like Habitual Late Comer,
Absconding without Intimation, Miss-Behavior, Use abusing language, continuously remain
absent, disobedient, misleading & fraud cases, these issues are send to head office in E & D
department to take the disciplinary action against him / her & Show cause is issued for
employees, in which all allegation are written against the employee. If employees are giving
satisfactory reasons / management becomes satisfied by his or her reason then charge sheet will
not be issued. The management sends the management representative (MR) who prosecutes the
enquiry cases on the behalf the management & after the prosecution has been completed, and
then they coordinate with each other about the enquiry.

53. MONTHLY HSE MEETING & HOUSE KEEPING

Monthly HSE meeting & house keeping, where the member of HSE discusses about the Health,
Safety & Environment & all lacking & changes that need to be bought in effect are decided ,
issues that health safety & environment & especially at house keeping.

University of Sindh Jamshoro.

Page 41

54. CANTEEN SUBSIDY

The SSGC Company facilitates its employees & provided food to their employees from canteen
subsidy. 400 per month are given to those employees, who do not have the canteen
facility at their station & 400 per month is added in their salary as canteen subsidy. In
some areas, if there is facility of canteen then the company does contract on yearly basis,
& then staff gets food from the company canteen.

55. WASHING ALLOWANCE

Company gives washing allowance to the employees to facilitate them to wash their uniforms.
Washing allowance is Rs: 00 per month for uniform wearing employees

University of Sindh Jamshoro.

Page 42

CONCLUSION
Following are the conclusions which I analyze during the tenure of my internship.

This internship would be useful for me in my career development because it provides

me the practical knowledge of the organization/ industrial relation as a part of
Human Resource Management

Working environment of SSGC Hyderabad is good

Close coordination between each & other departments & SSGC executives / staff are
cooperative with each other

HR-IR department works like a team

During my entire period of internship, I did not find any disturbance or conflicts
between the executive & subordinate staff

The SSGC staff is friendly and supportive

ERP system of HRM is very latest technology & every executives of HR- IR is
knowing how to operate the oracle HRMS

HR-IR department maintaining the record of all the subordinate staff of lower sindh
& upper sindh (Hyderabad / Nawabshah/sukkur & larkana)

University of Sindh Jamshoro.

Page 43

Suggestions;

Improvement should be required regarding to Health Safety Environment (HSE)

Sitting arrangement of executives & staff is not suitable to be required re-sitting

arrangement as a good utility company.

Training should be required to staff of HR-IR for more knowledge Of Industrial

Relations

Communication skills of subordinate staff is not matched with HR-IR so they should be
improve their communication skills as per HR-IR requirements

Administration department works poorly to be improvement required

Employees should be motivated by providing them better facilities at office premises

To be provided separate arrangement at canteen for Female executives & staff

There must be equality as one intern is paid another is unpaid.

University of Sindh Jamshoro.

Page 44